POSITION SUMMARY
The VP, HR Partner, EMEA Offices is a senior leader responsible for shaping and executing the HR strategy across Europe, Middle East & Africa Offices. This role partners closely with divisional discipline heads and regional leadership teams to ensure organizational effectiveness, robust talent pipelines, and a culture that supports business priorities. As a core member of the EMEA HR Leadership team, the VPHRBP impacts both strategic and operational HR, driving transformation and continuous improvement across office locations throughout the region.
As the primary HR leader and business partner to the senior division discipline leaders and their teams, this leader integrates business strategy into people strategy and acts as advisor on people, organization and business issues and impacts.
The VPHRBP leads a multidisciplinary team of HR professionals and partners with EMEA COEs, global discipline HR leaders, and business stakeholders to develop leaders, strengthen organizational capability, associate experience, fostering collaboration, innovation, and excellence.
EXPECTED CONTRIBUTIONS
Strategic Leadership
1. Collaborate with business leaders to develop and implement talent and organizational effectiveness strategies that support growth, change, and transformation across EMEA.
2. Leverage workforce analytics—including talent demographics, turnover trends, and engagement scores—to diagnose underlying issues and inform evidence-based HR decision-making.
3. Stay ahead of emerging business issues to determine strategic people and organizational implications. Anticipate future business challenges such as market changes, regulatory shifts, or digital disruption, and build proactive HR strategies to mitigate risk and capture opportunity.
4. Partner with the leadership teams to drive efforts needed to achieve business priorities. Identify and address opportunities for greater efficiency, agility, and standardization that is consistent with the company’s strategy.
5. Lead the design and rollout of HR initiatives, policies, and processes tailored for EMEA disciplines and in alignment with global standards, ensuring compliance and local relevance.
6. Provide visionary leadership in talent development, fostering a culture of learning, innovation, and agility to maintain competitive advantage.
7. Champion cross-functional collaboration and team excellence, building a purpose-driven, high-performing HR function and high performing culture across EMEA offices.
8. Cultivate strong relationships with internal and external partners, leveraging insights and networks to advance business goals.
Talent Management
9. Provide leadership in the attraction, development and retention of high caliber talent for the Division. Partner with the talent acquisition team to attract, select, and onboard top talent for offices roles, ensuring succession plans and talent pools are robust.
10. Conduct regular talent assessments, identifying skill gaps and future leadership needs based on business objectives and market trends. Apply personal expertise in talent assessment to facilitate optimal development planning.
11. Lead Human Capital Reviews at the divisional level, enabling data-driven conversations about talent and capability needs. Lead the talent planning strategy and provide strategic coaching to leaders on succession and career development planning for key roles and talent.
12. Champion the execution of the performance planning processes throughout the year ensuring transparency and a high performance standards.
13. Oversee programs to support an inclusive culture and career advancement opportunities for all.
Organizational Capability
14. Act as a trusted advisor to senior leaders to build organizational capabilities, process optimization and change management to reduce complexity and maximize team performance to drive improved performance.
15. Manage organizational change initiatives, including mergers, acquisitions, or restructures, ensuring smooth transitions and employee engagement.
16. Serve as a champion for major change initiatives, ensuring effective communication and stakeholder alignment throughout the process.
17. Partner with the communications team on development and execution of internal communications strategy for the offices.
Associate Engagement
18. Monitor and report on key engagement drivers, acting swiftly to resolve emerging issues that impact employee satisfaction. Analyse insights, recommend solutions to address gaps, and partner with business leaders for implementation of initiatives that drive associate engagement, reinforce company culture, and engender commitment from associates, boost motivation, productivity, and retention.
19. Provide expert guidance and mediation in complex employee relations and conflict resolution cases, working closely with HR Services and Legal where appropriate.
Total Rewards
20. Partner with the Total Rewards COE to develop and deploy total rewards strategies to attract and retain top talent across EMEA offices, ensure competitiveness, fairness, and transparency, and continuously improve compensation tools, systems, and policies to meet evolving business and regulatory requirements.
21. Communicate total compensation philosophy to the business, providing education and support on pay, incentives, and benefits.
22. Oversee execution of the annual compensation review cycles by line managers and HR partners, ensuring alignment with company standards and compliance with local regulations.
HR Program Leadership
23. Guide HR Business Partner teams to deliver discipline-specific talent solutions for functions such as sales, revenue management, finance, HR, and operations.
24. Partner with senior leaders to scope and deliver HR solutions for strategic projects, including digital transformation, mobility, and new business launches.
25. Coordinate global and region-specific talent programs, supporting both EMEA and global priorities.
26. Oversee project management for major HR initiatives, ensuring on-time and in-scope delivery of key objectives.
27. Monitor program efficacy through KPIs and feedback loops, iterating for continuous improvement.
Team Leadership
28. Build and mentor a high-calibre HR team who embodies a commitment to high-performance and operates with strong commercial focus, consultative mindset and a high sense of urgency. Set goals, drive development, and foster a culture of performance and accountability.
29. Establish best-in-class support structures that enhance the associate value proposition and employee experience, continuously looking for opportunities to improve process efficiency and end user experience.
30. Lead knowledge sharing, innovation, and process improvement initiatives with regional and global HR colleagues.
31. Promote wellbeing, resilience, and adaptability within HR teams to drive sustainable results in a dynamic market environment.
32. Collaborates with the VP Market HR Operations and team, EMEA COE and corporate discipline HR teams. Provide thought leadership and leverage best practices.
33. Recognize contributions and celebrate successes to foster a culture of appreciation and high achievement.
CANDIDATE PROFILE
EXPERIENCE
34. Minimum 12 years of progressive HR experience including at least 8 years in management roles. Recent experience as a HR Partner with Senior Level Executives strongly preferred.
35. Extensive knowledge across talent management, workforce planning, employee relations, recruitment, compensation and benefits, performance management, coaching, organizational design, change management, and supporting digital transformation. Consulting, organizational capability and change management experience preferred. Lodging/ hospitality industry knowledge preferred
EDUCATION:
• BS degree required. Advanced degree (MBA, MS) preferred.
PERSONAL COMPETENCIES
36. Demonstrated business acumen, able to diagnose issues and design actionable, sustainable HR programs that drive business value.
37. Highly skilled in communication, coaching, negotiation, and mediation, with the ability to influence and build trust at all organizational levels.
38. Proven ability to lead change, drive performance, and build strong relationships across diverse cultures and teams.
39. Independent, strategic thinker with a hands-on approach to project management, execution, and delivering results under pressure.
40. Advocate for diversity, inclusion, ethics, and integrity, creating an environment of respect and equal opportunity.
41. Resilient, adaptable, and composed in challenging, fast-paced settings.
42. Dedicated to ongoing professional development and passionate about fostering a learning culture across the organization.
43. Commercially-oriented, connected, agile leader who builds rapport, drives organizational change, and maintains trust.
At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.